Your SlideShare is downloading. ×
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Culture Builder Bootcamp: Building an Inclusive Organizational Culture (workbook)

729

Published on

workbook from pre-conference session at 2014 Missouri SHRM Conference on building an inclusive organizational culture

workbook from pre-conference session at 2014 Missouri SHRM Conference on building an inclusive organizational culture

0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
729
On Slideshare
0
From Embeds
0
Number of Embeds
4
Actions
Shares
0
Downloads
19
Comments
0
Likes
2
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. culture builder bootcamp: the workbook 2014 SHRM MISSOURI STATE CONFERENCE August 5, 2014
  • 2. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture ONE: LANGUAGE AND LOGIC WHAT? A clear, concise and consistent foundation of words, language, definitions and narratives to make the what, why and how of diversity and inclusion work easily accessible to all. WHY? This is critical to guiding individual, group and organizational efforts. HOW? MEASURE Do we have clear and concise definitions for the words that we use relative to diversity and inclusion? Are these definitions consistently known? Is there a generally shared understanding of what (what it is), why (why it is important to this organization), how (how we pursue that value - individually and organizationally)? Is inclusion tangible? Explicit behaviors? Explicit experience? Is there any kind of business case or value proposition in place? HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 2
  • 3. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture TWO: EMPLOYMENT PRACTICES WHAT? The real and perceived fairness and consistency in how employees are managed. WHY? Employees need to believe that they will be treated based on their behaviors, actions and performance rather than based on who they are. HOW? MEASURE Are employment practices (hiring, firing, promoting, rewarding, punishing, etc.) perceived to be fair? Are employment practices perceived to be consistent? Are employment practices explicit (written, not un-written), clear and concise? Are employment practices malleable (easily changed) regardless of who wants to change them? Are there safe places for employees to talk about their experiences? Is exit interview data valued, used and shared? HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 3
  • 4. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture THREE: ORIENTATION TOWARDS DIFFERENCE WHAT? Our default stance towards, or response to, difference. WHY? How we feel about difference (asset or deficit) informs how we interact with difference, which informs the outcome of the interaction. HOW? MEASURE Is difference viewed (formally and informally) as a positive and valuable thing? Do we take actions (individual, group, organization) to seek out different people, practices and perspectives? What is the tone when we discuss diversity and inclusion? Does it differ from conversations about leadership, sales, budget, safety, etc.? HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 4
  • 5. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture FOUR: DECISION MAKING WHAT? How we approach decision making and related group processes. WHY? Being deliberate and intentional about how we utilize difference in our decision making processes can have a big impact on both our decision making ability and our organizational culture. HOW? MEASURE Are there any explicit agreements in place for how to make decisions and deal with disagreements? Are conflict and disagreement (as long as they are done well) viewed as normal, important, healthy things? Is there support, training, rewards in place to promote speaking the truth, respectful disagreement, conflict management? Are we deliberate about including a lot of different points of view, perspectives, identities and voices in our decision making efforts? Do supervisors receive training on conflict management? HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 5
  • 6. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture FIVE: RELATIONAL NETWORK WHAT? Informal networks of relationships spread throughout our organizations. WHY? These networks play a vital role in the diffusion of ideas, information, influence and trust. They also tend to be very silo-ed and segregated, meaning that access to ideas, information, influence and trust is silo-ed and segregated as well. HOW? MEASURE Do we value relationships and relationship building? Do we make space and time for it? Is it rewarded? Are there any efforts to help employees develop greater relational/social skills? Is there any deliberate effort to build bridges across functional or geographic divides? Do we support employees in using social tools to build and nurture big, diverse networks of relationships? HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 6
  • 7. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture SIX: BALANCED OUTCOMES WHAT? Evidence that we truly believe what we say about diversity and inclusion and are acting accordingly. WHY? Inclusion is not a matter of intentions, but rather actions and outcomes. The journey towards greater inclusion is largely about finding and surfacing contradictions so that we can learn from them and take corrective actions. HOW? MEASURE Are employment outcomes (retention, promotion, engagement, satisfaction, compensation) balanced? Is our workforce reflective? (local community, larger population, industry) Where disparities are found, have we looked for and determined causes? HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 7
  • 8. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture SEVEN: ACCESS WHAT? Universal employee access to the tools fundamental in creating an inclusive work experience. WHY? So that, as our workforces become more diverse, our organizational cultures are able to evolve and adapt. HOW? MEASURE How difficult is it for employees (regardless of tenure, title or function) to get access to information? How difficult is it for employees (regardless of tenure, title or function) to get access to influence? How difficult is it for employees (regardless of tenure, title or function) to get access to change? Is it safe to be unpopular here? HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 8
  • 9. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture EIGHT: BEHAVIORAL INTELLIGENCE WHAT? An accurate, evidence-based understanding of human behavior, specifically as it applies to how we interact with each other and make decisions about each other. WHY? This is fundamental in mitigating the impact of bias. HOW? MEASURE Do we operate on an accurate understanding of human nature and understand that human beings are naturally biased? Are there efforts in place to mitigate bias in decision making about people? Are our diversity and inclusion conversations focused on intentions? Or are they focused on actions, behaviors and outcomes? HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 9
  • 10. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture NINE: INCLUSIVE LEADERSHIP WHAT? Specific behaviors and actions that we expect, develop, promote and reward. WHY? Framing inclusion as an activist thing rather than as a state of mind or the absence of hate, makes it easier to realize and measure and it makes it much easier to hold each other accountable. HOW? MEASURE HOW? MOVE ASSESSMENT: INITIAL IDEAS FOR MOVING FORWARD: 10
  • 11. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture SUMMARY OF ASSESSMENT Language and Logic Employment Practices Orientation Towards Difference Decision Making Relational Networks Balanced Outcomes Access Behavioral Intelligence Inclusive Leadership 11
  • 12. CULTURE BUILDER m i s s o u r i S H RM culture builder bootcamp: the workbook the what, why, & how of building an inclusive organizational culture MOVE FORWARD PLAN Start to think about a Move Forward Plan. Consider the following: • the results of your assessment • your ability to drive change • the value of proposed change to your organization 12
  • 13. CULTURE BUILDER m i s s o u r i S H RM joe gerstandt brings a new clarity and a fresh energy to diversity and inclusion work. joe has worked with Fortune 500 corporations, small non-profits, and everything in between. He speaks at numerous conferences and summits, and blogs at www.joegerstandt.com. He is a featured contributor for Diversity Best Practices, and the Workforce Diversity Network Expert Forum. His insights have been published in Diversity Best Practices, Diversity Executive, HR Executive, The Diversity Factor, The American Diversity Report, the Corporate Recruiting Leadership Journal, Associations Now and other print and on-line journals. He co-authored the book Social Gravity: Harnessing the Natural Laws of Relationships, and serves on the board of directors for the Global Diversity and Inclusion Foundation, the Talent Management Human Capital Executive Research Board, the Chief Learning Officer Business Intelligence Board and the HR Examiner Advisory Board. joe grew up on a family farm in NW Iowa, served four years in the United States Marine Corps, including participation in Operations Desert Shield and Desert Storm, attended Iowa State University and then spent 6 years working in management and business development for technology and communication companies. He then made a career change and went to work for a grassroots non-profit organization where he found himself drawn to issues related to diversity and inclusion and then became actively involved in that work. Today, joe is a strong advocate for resetting the diversity and inclusion conversation, and believes that we can ill afford to continue applying a 20th century approach to an increasingly critical set of 21st century issues. His keynote messages and interactive workshops bring greater clarity, new perspectives and fresh energy to diversity and inclusion work. joe lives in Omaha, Nebraska (the middle of everywhere) with his patient, kind, patient, loving and patient wife, two daughters, a son, a dog and a frog. about joe 13
  • 14. CULTURE BUILDER m i s s o u r i S H RM clients Anti-Defamation League ASAE Annual Conference & Expo ASAE Great Ideas Conference Baird Holm Law Firm Bankers Trust California Society of Association Executives Annual Conference CalSAE Annual Conference Catalyst Awards Conference Catholic Charities Central Iowa SHRM Conference Chattanooga SHRM Conference Citizens Energy Colorado Human Resources Association HR Conference ConAgra Foods Cox Communications Diversity Roundtable of Indiana Annual Conference Executive Council on Civil Rights Training Conference Experian Governor’s Conference on Community Service Habitat for Humanity Hospital Corporation of America HR Southwest HRevolution iCAN Women’s Leadership Conference Illinois SHRM State Conference Multicultural Forum on Workplace Mutual of Omaha Diversity Conference National Conference for Community and Justice Nebraska Health and Human Services Nebraska SHRM State Conference Nonprofit Association of the Midlands Northern Ohio SHRM Conference Ohio SHRM Annual Conference OIA Rendezvous Conference Omaha Public Power District Principal Financial Psychologically Healthy Workplace Conference Regional Fair Housing Conference Sanford Health SHRM Annual Conference & Exposition SHRM Annual Student Conference SHRM Diversity Conference SHRM Leadership Conference Sletten Construction South Dakota SHRM Annual Conference Sparrow Health Systems Stryker SXSW Target Tennessee SHRM State Conference Texas Society of CPAs Annual Meeting Union Bank and Trust Urban League Equal Opportunity Day Seminar Veridian Credit Union Walmart Wells Fargo Women of Color Leadership Summit Word Made Flesh Workforce Diversity Network Power of Inclusion Conference 14
  • 15. 15 want more joe? twitter.com/joegerstandt linkedin.com/in/joegerstandt youtube.com/user/joegerstandt slideshare.net/joeg joegerstandt.com

×